Payroll, attendance and leave for NGO staff

Sevastack is an HR and payroll platform built for Indian non-profits. It runs monthly payroll with PF, ESI and professional tax calculated automatically per employee, generates payslip PDFs, allocates salary costs across projects for grant and CSR reporting, and gives employees a multi-language self-service portal. Opening an account is free; HR, payroll and TDS on salary are on the Growth plan. The Growth plan is ₹11,990 for the first year and renews automatically at the list price.

Yes. The four labour codes came into force on 21 November 2025 and replaced the separate wage definitions the EPF Act, ESI Act, Payment of Gratuity Act and Payment of Bonus Act each carried with a single definition under section 2(y) of the Code on Wages, 2019. Sevastack computes statutory contributions on that definition — basic pay plus dearness allowance plus retaining allowance — and applies the fifty-per-cent proviso, which adds excluded components back into wages when they exceed half of total remuneration. The mechanics are settled, but the treatment of variable pay is still argued in practice, so treat the output as a well-founded default your CA can override.

Yes. PF is computed on the labour-code wage definition and recomputed each month on wages actually paid, with the ₹15,000 EPF wage ceiling applied and the 8.33% EPS pension share carved out of the employer contribution. ESI applies the ₹21,000 threshold with contribution-period continuity. Professional tax is applied as a flat monthly state levy from the employee's state slab. TDS on salary is included on the Growth plan.

Loss of pay is derived from attendance: only days the employee was rostered for count, and an unmarked day is treated as unpaid. If the month has too little attendance coverage, Sevastack assumes attendance simply was not taken and pays in full rather than docking everyone — and it flags the run so you can see why. An HR user can also set loss-of-pay days manually. PF and ESI follow wages actually paid, so a loss-of-pay month reduces contributions correctly instead of deducting a full month's.

Yes. Sevastack supports project-wise salary cost allocation, so an employee working across two grant-funded projects can have their salary split accordingly — important for CSR utilization certificates and grant reporting where staff costs must be attributed correctly. Salary also flows into your financial statements, so payroll is not a cost that goes missing from the accounts.

Once a payroll run is processed, Sevastack generates individual payslip PDFs for every employee and can send them all in a single action, rather than creating and emailing each payslip manually. Whether that email goes out at all is a setting — HR notification preferences control which leave, attendance, expense and payslip emails your organisation sends.

Yes. New hires get an auto-generated offer letter and structured onboarding, and an existing staff register can be imported in bulk from a spreadsheet. When an employee resigns, it goes through a formal request that HR can accept or reject with notes, followed by a defined offboarding process.

Yes. Employees log into their own portal, available in multiple languages, to view payslips, submit IT tax-saving declarations, and manage their own documents — without emailing HR for routine requests.